Monday, 22 January 2018

Feedback is a leader’s life-support
system, but the higher up you go in an organization, the less likely you are to
receive straight feedback.

How you respond to feedback determines
how willing people will be to give it to you. It also influences how the people
on your team respond to the feedback you give to them.

When you receive feedback:

·Acknowledge it

·Thank the person who gave it to you

·Balance the feedback with the “Bigger picture”

oConsider the source, your own values, and other
feedback you have received

oLook for patterns to the feedback you have been
getting. If you see a pattern, consider the action to take

oAs a leader, you may have access to more
information than the person giving the feedback, or you may have a different point
of view

In my experience I have witnessed
so many leaders have serious blind spots they never come to grips with because
no one knows how to give them feedback. People are too fearful of rupturing a
relationship or having their personal future compromised by taking on their
boss.

Learn more about how you can
create a culture of feedback in a facilitative way to create high performing
teams on 23rd and 24th Feb at Mumbai.